A Good Interview On The Initial Call Can Deliver Sales Success

A Good Interview On The Initial Call Can Deliver Sales Success
Finding out the true nature of a candidate does take a little bit of digging but reaps dividends.

Sales businesses in particular need employees that will maintain high levels of sales performance for the long term and who will not be overly affected by the daily pressures of their employment. Finding and supplying highly capable telemarketers, telesales, business development consultants and other applicants to sales related roles such as field sales executives for clients is a key factor to building and maintaining strong business relationships.

Much information, insight and character assessment of a potential candidate for a sales related role can be established quickly with the recruitment agent at the initial introductory call. If done correctly, an open and free flowing conversation can achieve excellent results ascertaining if the candidate has a good degree of suitability for the client’s business. This initial call is the stage at which candidates feel most relaxed, after all it’s an initial enquiry, they’re not at interview stage and therefore feel less inclined to mask their character and will generally ‘be themselves’.

Here are some areas of questioning that establish initial suitability.

Phone etiquette - There are those who have a natural ability on the phone and most will come across clearly and confidently and the conversation will flow naturally and will not be awkward. However, if the conversation quickly becomes too familiar, unprofessional mannerisms may appear and you’ll be able to make a judgement on the extent of this. Telemarketing and Telesales staff in particular should have work ethics that are geared towards providing a professional customer service based on phone etiquette and customer excellence.

Tell me about yourself - In discussing themselves it is relatively easy to tell if a candidate is faking friendly, and this is a strong indicator that they could do this to customers too. Also, there is a balance between getting a life story and just receiving the essential facts. A candidate that engages in too much unnecessary conversation is unlikely to retain the interest of a customer.

Getting to the point – Have you ever asked a direct question and had an A to Z answer? For example, asking “What would you say was your best achievement in your current job?” If they have had success it should simply be a matter of saying what it is. Their memorable achievement will usually be answered with enthusiasm. Getting a long-winded reply that goes off on tangents and relates to experiences in the distant past normally indicates that they have achieved little and they will probably continue in this pattern.

Why have you applied for the role? This fundamental question will often generate a variety of answers and a little digging in a free flowing conversation can quickly establish the true motivation behind a job application. If it’s just ‘more money’ then their employment (if they are hired) will be short lived and will reflect poorly on the recruitment agency. Looking to the clients job specification and getting into a discussion about such things like specifics of the role, distances of travel, daily routines, number employed in the business, work environment, career advancements, working hours and also touching on their previous roles listed on their CV (short & long term) etc. will provide a fair indication as to why they really applied.

A little test of determination – Is a candidate really serious about the role they have applied for? Giving them a little test to determine just how keen they are and how quickly they complete it, (if they complete it at all) is a good indication to reflect their seriousness. The majority of CVs can benefit from a little tweaking, so asking a candidate to update their CV by changing a date format or by correcting a spelling mistake(s) or other necessary change to their CV will determine their motivation for the role. If they can’t be bothered to make the changes it speaks volumes! At RecruitEasy, and in particular for Sales Roles we often ask the candidate to complete a psychometric test called the Personal Profile Builder (PPB) which is an in-depth evaluation for personality and role suitability covering nine essential sections. This does take a little effort and those who do complete it benefit greatly.

This initial ‘investigation’ of the candidate is all about building rapport, trying to establish the true facts around the candidate’s motivations and reason for applying for the role. It may take a little extra effort at the outset but taking the time to do so will reap dividends, saving time and effort in the long term and will ultimately get the client the best candidates available for their vacancy.

Tags: recruiteasy employers

Manny Hussain John Turner
RecruitEasy Want to focus on your core business? RecruitEasy shows you exactly how to outsource the tedious stuff & dramatically cut your costs. Register your interest at www.recruiteasy.co.uk to get started immediately.

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